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1、西南电力设计院员工培训体系的研究与设计电 子 科 技 大 学 UNIVERSITY OF ELECTRONIC SCIENCE AND TECHNOLOGY OF CHINA高级管理人员工商管理硕士学位论文 EMBA DISSERTATION论 文 题 目:西南电力设计院员工培训体系的研究与设计专 业 领 域: EMBA指 导 教 师:井润田作 者 姓 名:辛晓光班 学 号: 200681105045 分类号 密级 UDC 学 位 论 文西南电力设计院员工培训体系的研究与设计 (题名和副题名) 辛晓光(作者姓名) 指导教师姓名井润田 教授 电子科技大学 成都(职务、职称、学位、单位名称及地址)
2、申请学位级别硕士专业名称 EMBA 论文提交日期 2008.4 论文答辩日期 2008.6学位授予单位和日期 电子科技大学答辩委员会主席评阅人年 月 日 注 1 注明国际十进分类法 UDC的类号独 创 性 声 明 本人声明所呈交的学位论文是本人在导师指导下进行的研究工作及取得的研究成果。据我所知,除了文中特别加以标注和致谢的地方外,论文中不包含其他人已经发表或撰写过的研究成果,也不包含为获得电子科技大学或其它教育机构的学位或证书而使用过的材料。与我一同工作的同志对本研究所做的任何贡献均已在论文中作了明确的说明并表示谢意。签名:日期:年 月 日关于论文使用授权的说明 本学位论文作者完全了解电子科
3、技大学有关保留、使用学位论文的规定,有权保留并向国家有关部门或机构送交论文的复印件和磁盘,允许论文被查阅和借阅。本人授权电子科技大学可以将学位论文的全部或部分内容编入有关数据库进行检索,可以采用影印、缩印或扫描等复制手段保存、汇编学位论文。 (保密的学位论文在解密后应遵守此规定) 签名: 导师签名:日期: 年月日摘 要 I 摘 要 伴随国内电力企业的改革和经济全球化的发展,电力设计市场的竞争变得越来越激烈。市场竞争的实质是企业间人力资源的竞争,设计行业越来越重视人力资源开发战略在提高其核心竞争力中的作用。为了增强核心竞争力和实现企业的战略规划,就必须持续地进行人力资源的开发,加强员工的培训,提
4、升员工的素质,保持企业的人才优势。因此,如何建立适应本企业需要的科学完善的员工培训体系已成为现代电力企业人力资源管理开发中面临的重要课题。本文在完成人力资源管理、组织行为学等理论课学习的基础上,以员工培训理论为依据,研究和分析了 SWED 员工培训中存在的问题,具有一定的理论和现实意义。 本文首先指出了当前电力设计行业面临的挑战,随后简述了员工培训的概念、相关理论、方法、流程和作用等,重点在 SWED 员工培训现状和问题的分析和其培训体系的构建。 在充分调研和分析的基础上,运用现代员工培训与开发中有关培训模式、培训需求分析与评估、培训资源建设、培训计划和评估管理、职业生涯规划等一系列理论和实际
5、操作办法,分析了 SWED 员工培训的现状和存在问题,在此基础上完成了 SWED 员工培训体系的设计,为解决 SWED 目前的员工培训问题奠定了基础,对我国企业员工培训体系的构建具有一定的参考价值。 围绕 SWED 现状分析和其培训体系的设计,主要得出以下结论: 1.要建立科学的培训体系,保证培训体系的有效运行,必须和企业的发展战略、人力资源战略和企业文化紧密结合; 2.要达到良好的培训效果,必须要全员参与,特别要强调决策层和各个部门及处室管理者的参与和示范作用; 3. 对系统培训模式进行改进,构建了培训需求分析和确定必须结合 SWED 发展战略和员工职业生涯规划的新模式; 4.建立了针对 S
6、WED 三类人员的培训课程体系和实施方案,明确提出需要建立 SWED 自己内部的讲师聘任制度,加强 SWED 内部培训师的培养和选聘,使SWED 内部培训为主,外委培训为辅;5.明确提出将培训资料数字化,建立培训资源建设与管理系统,实现 SWED内部培训资源的共建和共享; 摘 要 II 6. 要保证培训的有效性,一定要建立科学的培训评估体系,培训需求分析和评估必须与 SWED 的战略目标及员工的个人职业生涯发展规划相结合。 关键词:西南电力设计院,人力资源,培训体系设计,员工培训,职业生涯规划 Abstract III Abstract With the reformation and inn
7、ovation in Chinese electric design institutes or enterprises, especially under the economic globalization, the design market competition has been changed more critical and severe. Basically, it is the human resource HR competition between different companies in the competition of knowledge-based eco
8、nomy. Each electric design enterprise has realized the strategic role and importance of HR development, payed more attention to it. An enterprise has to continuously enhance the HR exploration, mostly their employees training and developing to increase its core rival power and keep its advantage in
9、HR to fufill its enterprise strategySo how to construct a suitable and scientific employees training system has become the most critical subject and task in modern HR management and was more concernedAtter studying the courses about human resource management, organizational behavior and etc, so I be
10、gan this project. Hopefully, it is meaningful and significant in practiceFirst I discussed the challenges between electric design enterprises, later gave a brief about employees training concept, theories, methods etc. as the basis of designing SWED employees training system, layed emphasis on the i
11、nvestigation and status analysis of its employees training and the systemic training engineering constructionThis thesis focused on the issue of SWEDs training system. On the basis of investigation and analysis of the the status of SWED group by applying HR management and organizational behavior the
12、ories,founding out that the SWEDs leadership regarded training more important and diverse training programs for different form and different level employees had taken into use in the past, but not building a suitable and available training system which exemplified by lack of scientific survey about
13、trainees requirement, not having effective evaluation standards, not forming an inner-trainer group in SWED et al. So I tried to build a training system suitable for SWED strategic goal and the main rusults and conclution followed as bellow:The scientific traning system construction must integrate t
14、ightly with the companys goal, HR strategy and enterprise culture in order to fulfill SWEDs targetGood training program and subject need everyone involved in and stressed the Abstract IV leadership and managers role in the whole training progressBased on the traditional systematical training mode, I
15、 improved it and established a new training mode for SWEDs employees. The new mode required everybody to participate and enhanced conjunction with SWEDs goal and career planning when designing the systematic training requirement analysis and evaluation programThis thisis designed three type systemat
16、ical training courses and the corresponding administrative schemes which were connected with SWED three groups, and enhanced to cultivate SWED inner-teachers to establish its interior trainer programThis thisis brought forward the innovation and gave an idea on digitized training resources and materials to build the education resource database and share in SWEDWe need building scientific evaluation standard to estimate the tra
